The business benefits of a mixed-age workforce are now widely recognised. There is clear evidence that both staff turnover and absenteeism are reduced and that motivation and commitment are improved in organisations employing people of all ages.
At a national NHS conference, delegates identified a number of points to support the business case for an age diverse workforce. They thought that good employers would:
- Challenge ageist stereotypes
- Ensure that all staff were 'age aware'
- Recruit and promote on the basis of ability and potential
- Not use age or other discriminatory factors in employment decisions
The benefits would be:
- A skilled and motivated workforce
- Reputation as an ethical employer
- Employer of choice
- Competitive edge for best talent in a tightening labour market
- Reduced costs as a result of improved retention
- Access to a wider talent pool
- Lower recruitment costs
- Increased return on investment in employee development
- Better retention of organisational memory and opportunities to learn from experience
The rationale:
- The UK population - and workforce - is growing older
- In combination with increasing life expectancy and the 'baby boomer bulge' approaching retirement this is leading to a growing proportion of older people
- We have reducing fertility levels and a declining birth rate and thus a contracting labour market
- Employers seeking skilled staff are experiencing serious recruitment difficulties
Last reviewed 11 Jul 2007
